Selection recruitment_-icici

SUMMER TRAINING PROJECT REPORT
ON
SELECTION AND RECRUITMENT

Submitted in partial fulfillment of the requirement of the award of
degree in Bachelor of Business Administration
(Session: 2009-2010)

Co-Guidance of:- Submitted by:-
Mrs. Shilpa Goel Arun Kumar
H.O.D(Mgt.Dept.) Roll No.

ACKNOWLEDGEMENT

Any accomplishment requires the effort of many people and this work is no different. It

has been my proud privilege to be attached to ICICI BANK LTD.., a highly

professional¶s bank with modern outlook.

With due respect I express my indebt ness to the management of ICICI BANK LTD. for

accommodating me as a summer trainee.

I would like to express my gratitude with deep sense of reverence to Mr. K krishnaswamy

Ramkumar (head, PERSONNEL and HR deptt.). It would have been difficult to go

through this project without their help. He not only helped me in collecting data but also

supported me with their valuable knowledge and experience in the successful completion

of this project.

I would also thankful to almighty god for his grace and mercy to successfully complete

this project.

ARUN KUMAR

PREFACE

In our two years degree program of B.B.A. of there¶s provision for doing summer

training, after II semester. The essential purpose of this project is to given an exposure

and detailed outlook to the student of the practical concept, which they already studied

research. For this purpose, I was assigned the project for the ³RECRUITMENT AND

SELECTION´ in Icici Bank Ltd. It is a matter of great privilege to get training from

ICICI, one of the largest organizations of its kind.

The project lasted for a period of eight weeks; it was informative, interesting and

inspiring.

I hope this report will provide an experiment outlook to the dynamic Functioning in the

HR Department in bank.

TABLE OF CONTENT

Contents pageno.

LIST OF TABLES (i)
LIST OF FIGURES (ii)

CHAPTER 1: INTRODUCTION
OBEJECTIVE OF STUDY
SCOPE OF THE STUDY
SOURCES OF DATA COLLECTION
RESEARCH METHODOLOGY
RESEARCH DESIGN
CHAPTER 2: REVIEW OF LITERATURE
CHAPTER 3: COMPANY PROFILE
CHAPTER 4: DATA ANALYSIS INTERPRETATION
DATA ANALYSIS WITH QUESTIONNAIRES
INTERPRETATION
CHAPTER5: CONCLUSION RECOMMENDATIONS
y LIMITATIONOF THE STUDY
y CONCLUSION
y RECOMMENDATIONS
y BIBLIOGRAPHY

CHAPTER 1: -

INTRODUCTION
OBEJECTIVE OF STUDY
SCOPE OF THE STUDY
RESEARCH METHODOLOGY
SOURCES OF DATA COLLECTION
RESEARCH DESIGN

OBJECTTIVE: -

The objective of my study is to understand and critically analyze the recruitment and

selection procedure at Icici bank ltd.

1. To know the prospect or recruitment and selection procedure.

2. To critically analyze the functioning of recruitment and selection procedures.

3. To identify the probable area of improvement to make recruitment and selection

procedures and more effective.

4. To know the managerial satisfaction level about recruitment and selection
procedure.

SCOPE OF STUDY

THE benefits of the study for the researcher is that it helped to gain knowledge and experience

and also provided the provided the opportunity to study and understand the prevalent

recruitment and selection procedures.

The key points of my research study are:-

1. To study the facts about the icici bank ltd As a group.

2. To understand and analyze various H.R. factors including recruitment and

selection procedure at icici bank ltd.

3. To suggest any measures / recommendations for the improvement of the

recruitment procedures.

The Research

Research is a ³careful investigation or inquiry specially through search for new

facts in any branch of knowledge.´

The project is a systematic presentation consisting of the enunciated problem,

formulated hypothesis, collected facts or data, analyzed facts and proposed conclusions in

form of recommendations.

Kind of Research

The research done by

Exploratory research:

This kind of research has the primary objective of development of insights into the

problem. It studies the main area where the problem lies and also tries to evaluate some

appropriate courses of action.

Sample Design

A complete interaction and enumeration of all the employees of icici bank Ltd. was not

possible so a sample was chosen that consisted of 30 employees.

Data Collection

The data for the survey will be conducted from both Primaries as well as Secondary

sources.

Primary Data: -

Using personal interview technique the survey the data will collect by using

questionnaire. The primary data collection for his purpose is supposed to be done by

judgment sampling conversation sampling. Questionnaire has been formatted with both

open and close structure questions.

Secondary Data: -

By going through various records.

By going through the magazine of the bank.

RESEARCH DESIGN

Research Design:-

A research design is the specification of methods and procedure for acquiring the
information needed to structure or to solve problems. It is the overall operation pattern or
framework of the project that stipulates what information is to be collected from which
source, and be what procedures.

³A research design is the arrangement of condition for collection and
analysis of data in a manner that aims to combine Relevance to the
research purpose with economy in procedure´.

Design decision happens.

1. What is study about?
2. What is study being made?
3. Where will the study be carried out?
4. What type of data is required?
5. Where can the required data be found?
6. What will be the sample design?
7. Technique of data collection.
8. How will data be analyzed?
9. How can the customer can be persuaded for opening current with ICICI?
10. How to increase the market share of ICICI?
11. Who is the competitor of ICICI?

CHAPTER 2:

REVIEW OF LITERATURE

REVIEW OF RECRUITMENT AND SELECTION

Most employers recognise the fact that their staff are their greatest asset, and the right

recruitment and induction processes are vital in ensuring that the new employee
becomes
effective in the shortest time. The success of an organisation depends on having the right
number of staff, with the right skills and abilities. Organisations may have a dedicated
personnel/human resource function overseeing this process, or they may devolve these
responsibilities to line managers and supervisors. Many people may be involved, and all
should be aware of the principles of good practice. Even it is essential to involve others in
the task of recruitment and induction.

MANPOWER PLANNING-

Manpower planning means different things to different organizations. To some

company¶s manpower planning means management development to others. It means

estimating manpower needs, while some other may define manpower planning as

organization planning. Although the term, ³manpower planning´ can be defined, µas the

process by which an organization ensures that it has the right number of people and the

right kind of people at the right places, at the time doing things for which they are

economically most useful.¶

Manpower Planning Involves: -

Manpower planning is a continuous process. In operational terms it involves the analysis

of the current and future manpower resources terms and requirement to ensure that such

needs and resources are always kept in proper balance, both in terms of quantity.

Need for Manpower Planning:-

All said and done, it cannot be define that the quality of manpower can be responsible for

significant difference in the short and long run performance among companies. As Ralph

Besse once said, ³There is nothing we can do about performance of past management or

the qualification of today¶s management but tomorrow¶s management can be as good as

today¶s manager care to make it.´

Herber H Mayer has emphasized the importance of human assets and their

utilization as under:

³The efficient utilization of human resources may very well be the most important

determiner of success in the business world in the coming decade. I think that the

companies that prosper in the future will be those that do the best job in fully utilizing

their human resources.´

All organizations are basically human organizations. They need people to carry out the

organizational mission, goals and objectives. Every organization needs to recruit people

.The recruitment policy should, therefore, address itself to the key question; what are the

personnel/human resource requirement of the organization in terms of number, skills,

levels etc to meet present and future needs of production and technical and other changes

planned or anticipated in the next years.

MEANING
Higher education is a human resource intensive enterprise. It is not surprising, then, that
recruitment and selection of staff should be a very high priority in most if not all units
and divisions of student affairs. Recruitment and selection should include procedures
directed to analyze the need and purpose of a position, the culture of the institution, and
ultimately to select and hire the person that best fits the position. Recruitment and
selection policy should, then, be directed toward the following objectives:

y Hire the right person.
y Conduct a wide and extensive search of the potential position candidates.
y Recruit staff members who are compatible with the college or university
y environment and culture.

y Hire individuals by using a model that focuses on student learning and education

of the whole person.

y Place individuals in positions with responsibilities that will enhance their personal

development.

Issues in Recruitment and Selection

y Do not discard applicants who ³stopped out´ to provide care for a
child,or for maternity leave.
y Consider the dynamics of the interview ± is the candidate being

interviewed in an environment that is representative of the office

environment.

y Understand questions that cannot be asked regarding family,

children, pregnancy, etc.

y Provide medical insurance that covers the full range of medical

needs of women employees, including reproductive health care.

y Provide paid sick-leave policies for employees¶ illness and illness

of spouses, lifetime partners, dependent children, and elderly

parents.

y Provide life insurance, disability and pension programs that are

nondiscriminatory on the basis of gender .

y Have clear and vigorously enforced sex, race and sexual

orientation discrimination and sexual harassment policies and

include a statement about these policies in the advertisement of the

position.

Before attempting to diversify a staff and make it more gender equitable, you
must tackle issues such as, ³gender stereotyping; discrimination in hiring, pay,

and promotions; family issues; and sexual orientation discrimination.
There are five areas critical to this process:

1. Open communication.
2. A commitment to creating an inclusive
Environment.
3. Clear preconceived expectations based on gender

4. A neutral supervisor who can observe different

styles and facilitate communication when a

conflict arises.

5. Training ± sexual harassment as well as gender

issues training (It is thought that 75-80% of

sexual harassment complaints could be prevented

by understanding gender differences´

Recruitment
- Recruiters need to keep abreast of changes in the labour market to ensure that their
recruitment efforts are not wasted or directed at too small a pool of labour. Skill shortages
may occur unexpectedly and recruitment and training processes need to be kept flexible. It is

a good idea for any organisation to plan its labour force requirements, matching available
supply against forecast demand. A skills audit of existing staff will increase knowledge of the
skills the organisation has available and those which are lacking, and thus help pinpoint areas
for future development.
A human resource plan need not be highly complicated. A straightforward plan will help
organisations to:

y assess future recruitment needs

y formulate training programmes

y develop promotion and career development policies
y anticipate and, where possible, avoid redundancies
y develop a flexible workforce to meet changing requirements
y control staff costs whilst ensuring salaries remain competitive
y assess future requirements for capital equipment, technology and premises.

Management is responsible for producing the human resource plan, senior management for

supporting it. Implementation is likely to be most effective if it carries the support of
the
workforce, normally achieved through consultation with trade union or other employee
representatives.
Producing a human resource plan involves:

y forecasting staffing requirements against business objectives
y assessing the available supply of people to meet those requirements
y matching available supply against forecast demand

Factors Affecting Recruitment: -
In recruiting new employees management must consider the nature of labor market, what

sort of potential labor are available and how do look for works.

The factor affecting can be summed up under the following heads:

Labor Market Boundaries:- The knowledge of the boundaries help management

in estimating the available supply of qualified personnel form, which it might

recruit. A labor market consists of a geographical area in which the forces of

demand and supply interact and thus affect the price of labor.

Available Skills:- Companies must locate the areas where they can find

employees who fit the jobs according to their skills.

Economic Condition:± Economic conditions also affect recruitment.

Unemployment worker may swamp a new plan located in a depressed labor

market whereas a firm trying to establish it or to expand in an area where a few

qualified workers are out of wok has quite a different recruitment problem.

Attractiveness of the Company: ±The attractiveness of the company in terms of

higher wages, clean work, better fringe benefits and rapid promotions serves as

influencing factor in recruitment.

Importance of Recruitment

Recruiting people who are wrong for the organisation can lead to increased labour
turnover, increased costs for the organisation, and lowering of morale in the existing
workforce. Such people are likely to be discontented, unlikely to give of their best, and
end up leaving voluntarily or involuntarily when their unsuitability becomes evident.
They will not offer the flexibility and commitment that many organisations seek.
Managers and supervisors will have to spend extra time on further recruitment exercises,
when what is needed in the first place is a systematic process to assess the role to be
filled, and the type of skills and Most recruitment systems will be simple, with stages that
can be followed as a routine whenever there is a vacancy to be filled, and which can be
monitored and adapted in the light of experience.
This booklet describes the main features of such systems, and other related issues.
Systems should be:

y efficient - cost effective in methods and sources
y effective - producing enough suitable candidates without excess and ensuring the
y identification of the best fitted for the job and the organisation
y fair - ensuring that right through the process decisions are made on merit alone.

PROCESS OF RECRUITMENT

Recruitment Process

A vacancy presents an opportunity to consider restructuring, or to reassess the
requirements of the job. This assessment is valid whether it is to fill an existing job or
a
new one. Ask questions such as:

y has the function changed?

y have work patterns, new technology or new products altered the job?

y are there any changes anticipated which will require different, more flexible skills

from the jobholder?

Answers to these questions should help to clarify the actual requirements of the job
and how it fits into the rest of the organisation or department. Exit interviews, or
consultation with the current job-holder and colleagues may well produce good ideas
about useful changes.

Recruitment begins by specifying the human resource recruitment, initiating activities

and action to identify the possible sources form where they can be met,

communicating the information about the jobs, terms and conditions and prospects

they offer, and enthuse the people who meet the recruitment to respond to the

invitation by applying for jobs. Thereafter the selection process begins. The process is

as follows:

Decide on how many people you really need:-

If everything is being done to improve performance and still there is a gap between

what the current performance is and the goals set, then the best way is to recruit more

people.

Analyzing the job:-

Analyzing the job is the process of assembling and studying information relating to

all aspects of a particular post. Analysis is done to find possible details about:

Purpose: Identify the aims and objectives of job and what the employee is

expected to achieve within department and company.

Position: The job title, its position in the hierarchy and for whom it is

responsible ought to be recorded. A sample organization chart may be useful for

this purpose.

Main Duties: A list of key tasks may be written out; standards that need to be

reached and maintained must also be maintained. Methods of recording, assessing

and recording the key tasks must be determined.

The work Environment: Study the physical and social environment in which the

work is out because the work environment influences the quantity and quality of

work.

Drafting a job description:-

After job analysis is done, job description is made. Job description describes the job.

The job description decides upon the exact knowledge, skill and experience needed to

do the job.

Job description must be drafted around these heading:

Job title

Responsible to

Responsible for

Purpose of job

Duties

Responsibility

Signature and date

Evaluation future needs

For Evaluation future needs manpower is drafting. A manpower plan evolves

studying the make-up of present work force, assessing forthcoming changes and

calculating future workforce, which is required. Manpower planning helps in devising

long-term recruitment plans.

Finding sources of recruitment:

The human resource requirement can be met from internal or external source:

Internal Sources

These refer to persons already employed in the organization. Promoting persons from

lower levels may fill up vacancies at higher levels. Shortage of manpower in one

branch factory may be met by transferring surplus staff from another branch

factory. Promotion means shifting of an employee to higher post caring greater salary,

status and responsibility. On the other hand transfer refer to the shifting an employee

with salary, status and responsibility. Some time ex-employee of the organization

may be re-employed.

Advantages of Internal Sources:

1. Filling vacancies for higher job by promoting employees from with in the

organization helps to motivate and improved the morale of the employees. This

induces loyalty among them.

2. Internal requirement has to minimize labor turnover and absenteeism. People wait

for promotion and the work force is more satisfied.

3. Candidates working in organization do not require induction training. They

are already familiar with organization and with the people working in it.

Disadvantages of Internal Sources:

1. There may be inbreeding, as fresh talent from outside is not obtained. Internal

candidates may not be given a new outlook and fresh ideas to business.

2. Unsuitable candidates may not be promoted to positions of higher responsibility

because the choice is limited.

3. The employees may become lethargic if they are sure of time bound promotion.

There may be infighting among those who aspires for promotion with in the

organization.

4. Internal recruitment cannot be complete method in itself. The enterprise has to

resort to external recruitment at some stage because all vacancies cannot be filled

from with in organization.

External Sources

It refers to recruitment of employees from outside the organization. External sources

provide wide choice of the required number of the employees having the desired

qualification. It also provides the people with new ideas and specialized skills

required to cope with new challenge and to ensure growth of the organization.

Internal competitors have to compete with the outsiders. However, existing

employees resent the policy of filling higher-level vacancies from outsiders.

Moreover it is time consuming and expensive to recruit peoples from outside.

Recruitment from the outside may create frustration among the existing employees

that aspires for promotions. There is no guarantee that the organizations will attract

sufficient number of suitable candidates.

Advantages of External Sources:

1. The entry of fresh talent in to the organization is encouraged. New employees

bring new ideas to the organization.

2. External sources provide wider sources of personnel to choose from.

3. Requisite type of personnel having the required qualifications, training and skill

are available from the external sources.

Disadvantages of External Sources:

1. The enterprise can make the best selection since selection is made from among a

large number of applicants.

2. There is a greater decoration in employer- employee relationship, resulting in

industrial strikes, unrest, and lockouts.

3. The personnel¶s selected from outside may suffer from the danger of adjustment

to the new work environment.

Monitoring effectiveness of recruitment

As with any work activity it is recommended that the recruitment and induction
process be reviewed for its effectiveness. If any stage of the recruitment process
failed to produce the expected result, eg if the advertising method has produced too
many candidates, you may want to examine what happened and why in order to make
it more efficient in the future. Future recruitment exercises may require modifications
to the methods used - a successful recruitment for one job does not automatically
mean the same method will be as successful again. This is particularly true if the
labour market changes, with, for instance, fewer school leavers but more mature
workers being available.Recruitment and induction may be a continuous process in
your organisation, necessitating more or less constant monitoring.Monitoring
regularly will also ensure equal opportunity policies are being actively pursued, and
that internal candidates are receiving the same consideration as external candidates.

Application forms

Application forms can help the recruitment process by providing necessary and relevant

information about the applicant and their skills . The design of the form needs to be

realistic and straightforward, appropriate to the level of the job. Using application

forms has the following advantages:

comparing like with like is easier. CVs can be time-consuming and may not

provide the information required

they provide the basis for an initial sift(filter), and then for the interview

the standard of completion can be a guide to the candidate's suitability, if

writing and presentation skills are essential to the job; however, be aware of

the possibility of disability discrimination

they provide a record of qualifications, abilities and experience as stated by

the applicant.

Care also needs to be taken over some less positive aspects of application forms:
y there is a temptation to use application forms to try to extract too much

information, eg motives, values and personality characteristics. The form should

concentrate on the experience, knowledge and competencies needed for the job

y some people may dislike filling in forms and so be put off applying for the job.

Some very experienced people may find the form inadequate, whilst those with

little in the way of qualifications or experience may be intimidated by large empty

spaces on the form.

y application forms add another stage, and therefore more time, to the recruitment

process. Some candidates may be lost if they can obtain work elsewhere more

quickly

y Application forms may inadvertently be discriminatory. For instance, to

require a form to be filled out 'in your own handwriting', where written English is

not relevant to the job, may discriminate against those for whom English is not their

first language, or who may not have well-developed literacy skills.

Any information such as title (marital status), ethnic origin or date of birth requested
for monitoring purposes (eg for compliance with the legal requirements and codes of
practice on race, sex, disability and age discrimination) should be clearly shown to be
for this purpose only, and should be on a separate sheet or tear-off section. Such
information need only be provided on a voluntary basis. Medical information should

also be obtained separately and kept separate from the application form.

METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:

a) Direct method

b) Indirect method

c) Third-party method

a) Direct Method:

These include the campus interview and keeping a live register of job seekers. Usually

under this method, information about jobs and profile of persons available for jobs is

exchanged and preliminary screening is done. The short listed candidates are then

subjected to the remainder of the selection process. Some organization maintains live

registers or record of applicants and refers to them as and when the need arises.

b) Indirect Method:

They cover advertising in newspapers, on the radio, in trade and professional

journals, technical journals and brochures.

When qualified and experienced persons are not available through other sources,

advertising in newspapers and professional and technical journals in made. Whereas

all types of advertisements can be made in newspapers and magazines, only particular

types of posts should be advertised in the professional and technical journals.

A well thought-out and planned advertisement for appointments reduces the

possibility of unqualified people applying. If the advertisement is clear and to the

point, candidates can assess their abilities and suitability for the position and only

those who possess the requisite qualifications will apply

c) Third Party Method:

Various agencies are used for recruitment under these methods. These include commercial

and private employment agencies, state agencies, and placement offices of schools,

colleges and professional associations, recruiting firms, management consulting firms,

indoctrination seminars for college professors, friends and relatives.

Employment Agencies:

They are specializing in specific occupation like general office help, salesman,

technical workers, accountants, computer staff, engineers and executives and suitable

persons available for a job. Because of their specialization, they can interpret the

needs of their clients and seek out particular types of persons.

State or Public Employment Agencies:

They also knew as Employment or Labor Exchanges, are the main agencies for public

employment. They also provide a wide range of services, like counseling, assistance

in getting jobs, information about the labor market, labor and wage rates, etc.

Executive Research Agencies:

They maintain a complete information records about employed executives and

recommend persons of high caliber for managerial, marketing and production

engineers¶ posts. These agencies are looked upon as µhead hunters¶, µraiders¶, and

µpirates¶.

Trade Unions:

The employers to supply whatever additional employees may be needed often call on

Trade Unions. Unions may be asked for recommendations largely as a matter of

courtesy and an evidence of goodwill and cooperation

Professional Societies:

They may provide leads and clues in providing promising candidates for

engineering, technical and management positions. Some of these maintain mail order

placement services.

SELECTION

Whatever form the applications take, there may be a need to sift them before moving on
to the interview stage. Such a sift serves to match the applicants as closely as possible
to the job and person specification and to produce a shortlist of people to interview.
To avoid any possibility of bias, such sifting should be undertaken by two or more
people, and it should involve the direct line manager/supervisor as well as personnel. The
sifting stage can also help the organisation by providing feedback on the advertising
process and the suitability of the application form. It can also identify people who might
be useful elsewhere in the organisation. If references or medicals are to be taken up
before the invitation to interview stage, it should be made clear on the application
form/information pack sent to the applicant.
If your organisation believes that pre-employment health screening is necessary, you
must make sure it is carried out in a non-discriminatory way: for instance, do not
single out disabled people for medical assessment. If a report from any individual's

doctor is sought, then permission must be given by the individual, and they have the
right to see the report (Access to Medical Reports Act 1988).
The candidates who best match the specifications may then be invited for interview.
The invitation letter should tell candidates that they should advise the organisation in
advance if any particular arrangements need to be made to accommodate them on
arrival or during the interview; for instance, ramp access or lighting levels. The
invitation letter should also clearly state whether the organisation will pay the
candidate's reasonable travel expenses for the interview.

A formal definition of selection is as following:

³It is the process of differentiating between applicants in order to identify (and hire)

those with a greater likelihood of success in a job.´

Selection process assumes and rightly so, that there are more number of

candidate actually selected candidates are made available through recruitment

process.

BARRIERS TO EFFECTIVE SELECTION

The main objectives of selection are to hire people having competence and

commitment. This objective is often defeated because of certain barriers. The

impediments, which check effectiveness of selection, are perception, fairness,

validity, reliability and pressure.

Fairness: Fairness is selection requires that no individual should be discriminated

against on the basis of religion, region, race or gender. But the low numbers of

women and other less-privileged sections of the society in middle and senior

management positions and open discrimination on the basis of age in job

advertisements and in the selection process would suggest that all the efforts to

minimize inequity have not been very effective.

Reliability: A reliable method is one that will produce consistent results when

repeated in similar situations. Like a validated test, a reliable test may fail to predict

job performance with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives,

friends and peers to select particular candidates. Candidates selected because of

compulsions are obviously not the rights ones. Appointments to public sector

undertakings generally take place under such pressures.

SELECTION PROCEDURE

The selection procedure is concerned with securing relevant information about an

applicant. This information is secured in a number of steps and stages. The objective of

selection process is to determine whether an applicant needs the qualification for a

specific job and to choose the applicant who is most likely to perform in that job.

The hiring procedures not a single acts but it is essentially a series of methods or steps or

stages by which additional information is secured about the applicant. At each stage, facts

may come to light, which lead to the rejection of the applicant. A procedure may be

considered to a series of successive hurdles or barriers, which an applicant must cross.

These are indented as screens and they are designed to eliminate an unqualified applicant

at any point in this process. That technique is known as the successive hurdle technique.

Not all selection process includes all these hurdles. The complexity of process usually

increases with the level and responsibility of the position to be fulfilled.

A well-organized selection procedure should be designed to select sustainable

candidates for various jobs. Each step in the selection process should help in getting more

and more information about the candidate. There is no idle selection procedure

appropriate for all cases.

Steps in the selection process:

Preliminary Screening

Application Blank

Employment Tests

Selection Interview

Medical or Physical Examination

Checking Reference

Final Approval

Preliminary Screening:

This is essentially to check whether the candidate fulfills the minimum qualification. The

preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable

candidate. The job seekers are received at the reception counter of the company. The

receptionists or other official interviews the candidates to determine whether he is

worthwhile or the candidate to fill up the application blank. Candidates processing the

minimum qualification and having some chances of being selected are given the

prescribed application form known as application blank.

Application Blank:

The candidates are required to give full information about their age, qualification,

experience, family background, aptitude and interests act in the application blank. The

application blank provides a written record about the candidate. The application form

should be designed to obtain all relevant information about the candidates. All

applications received from the candidates are carefully scrutinized. After the

scrutiny more suitable candidates among the applicants are short-listed for written tests

and others are rejected.

Employment Tests:

Candidates are asked to appear for written or other tests. Tests have become popular

screening devices. These tests are based on the assumption that human traits and work

behaviors can be predicted by sampling, however tests are not fully reliable and they also

involve time and money. Test is more useful in identifying and eliminating unsuitable

candidates therefore should be used only as supplements rather than an independent

technique of selection. The main types of tests are:

Intelligence tests

Aptitude Test

Interest Test

Personality Test

Selection Interview:

It involves a face-to-face conversation between the employer and the candidate; the

selector asks a job related and general questions. The way in which a candidate responds

to the question is evaluated. The objectives of the interview are as following:

To find out the candidate¶s overall suitability for the job.

To cross-check the information obtained through application blank and tests, and

To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection. However, interview

suffers from several drawbacks:

Firstly, it is a time consuming and expensive device. Secondly, it can test only the

personality of the candidate and not his skill for the job. Thirdly, the interviewer may not

be an expert and may fill to extract all relevant information from the candidate. Fourthly,

the personal judgment or bias of the interviewer may make the result of the interviews

inaccurate.

Interview should be properly conducted in a proper physical environment. The interview

room should be free from noise and interruptions. The environment should be confident

and quite. People generally talk freely and frankly when there is privacy and comfort.

Therefore, candidates should be put at ease. The interviewer should pay full attention to

what the candidates have to say.

Medical or Physical Examination:

Candidates who are found suitable after interview are called for physical examination. A

Panel of doctors to insure that they are healthy and physically fit for the job does a

medical check-up of such candidates. A proper medical examination will also ensure that

the candidates selected do not suffer from any serious desirous which may create

problems in future.

Medical or Physical Examination:

Candidates who are found suitable after interview are called for physical examination. A

Panel of doctors to insure that they are healthy and physically fit for the job does a

medical check-up of such candidates. A proper medical examination will also ensure

that the candidates selected do not suffer from any serious desirous which may create

problems in future.

Checking Reference:

Generally, every candidate if required to state in the application form, the name and

address of at least two responsible persons who know him. The reference may not give

their Frank opinion unless promises made that in all information will be kept strictly

confidential. Moreover the information given by them may be biased in the form of

candidate.

Final Approval:

The candidates who are found suitable after the medical check-up and background

investigation are formally appointed by issuing appointment letter to them. They are

asked to join duty by the specified date. No selection procedure is foolproof and the best

way judge a person is by observing him working on the job. Candidate who gives

satisfactory during the probationary period are made permanent.

SUCCESSIVE HURDLES IN THE SELECTION PROCESS

CHAPTER 3:

COMPANY PROFILE

OVERVIEW

ICICI Bank is India's second-largest bank with total assets of Rs. 3,997.95 billion (US$
100 billion) at March 31, 2008 and profit after tax of Rs. 41.58 billion for the year ended
March 31, 2008. ICICI Bank is second amongst all the companies listed on the Indian
stock exchanges in terms of free float market capitalisation*. The Bank has a network of
about 1,308 branches and 3,950 ATMs in India and presence in 18 countries. ICICI Bank
offers a wide range of banking products and financial services to corporate and retail
customers through a variety of delivery channels and through its specialised subsidiaries
and affiliates in the areas of investment banking, life and non-life insurance, venture
capital and asset management. The Bank currently has subsidiaries in the United
Kingdom, Russia and Canada, branches in Unites States, Singapore, Bahrain, Hong
Kong, Sri Lanka, Qatar and Dubai International Finance Centre and representative offices
in United Arab Emirates, China, South Africa, Bangladesh, Thailand, Malaysia and
Indonesia. Our UK subsidiary has established branches in Belgium and Germany.
ICICI Bank's equity shares are listed in India on Bombay Stock Exchange and the

National Stock Exchange of India Limited and its American Depositary Receipts
(ADRs) are listed on the New York Stock Exchange (NYSE).

HISTORY OF THE BANK

ICICI Bank was originally promoted in 1994 by ICICI Limited, an Indian financial
institution, and was its wholly-owned subsidiary. ICICI's shareholding in ICICI Bank was
reduced to 46% through a public offering of shares in India in fiscal 1998, an equity
offering in the form of ADRs listed on the NYSE in fiscal 2000, ICICI Bank's acquisition
of Bank of Madura Limited in an all-stock amalgamation in fiscal 2001, and secondary
market sales by ICICI to institutional investors in fiscal 2001 and fiscal 2002. ICICI
was formed in 1955 at the initiative of the World Bank, the Government of India and
representatives of Indian industry. The principal objective was to create a development
financial institution for providing medium-term and long-term project financing to Indian
businesses. In the 1990s, ICICI transformed its business from a development financial
institution offering only project finance to a diversified financial services group offering a
wide variety of products and services, both directly and through a number of subsidiaries
and affiliates like ICICI Bank. In 1999, ICICI become the first Indian company and the
first bank or financial institution from non-Japan Asia to be listed on the NYSE.
After consideration of various corporate structuring alternatives in the context of the
emerging competitive scenario in the Indian banking industry, and the move towards
universal banking, the managements of ICICI and ICICI Bank formed the view that the
merger of ICICI with ICICI Bank would be the optimal strategic alternative for both
entities, and would create the optimal legal structure for the ICICI group's universal
banking strategy. The merger would enhance value for ICICI shareholders through the
merged entity's access to low-cost deposits, greater opportunities for earning fee-based
income and the ability to participate in the payments system and provide transaction-
banking services. The merger would enhance value for ICICI Bank shareholders through
a large capital base and scale of operations, seamless access to ICICI's strong corporate

relationships built up over five decades, entry into new business segments, higher market
share in various business segments, particularly fee-based services, and access to the vast
talent pool of ICICI and its subsidiaries. In October 2001, the Boards of Directors of

ICICI and ICICI Bank approved the merger of ICICI and two of its wholly-owned retail
finance subsidiaries, ICICI Personal Financial Services Limited and ICICI Capital
Services Limited, with ICICI Bank. The merger was approved by shareholders of ICICI
and ICICI Bank in January 2002, by the High Court of Gujarat at Ahmedabad in March
2002, and by the High Court of Judicature at Mumbai and the Reserve Bank of India in

April 2002. Consequent to the merger, the ICICI group's financing and banking
operations, both wholesale and retail, have been integrated in a single entity.

Basic Things:
y ICICI Group expects all its employees, officers and directors to act in accordance

with high professional and ethical standards. You must be, and be seen to be,

committed to integrity in all aspects of your activities and comply with all

applicable laws, regulations and internal polices.

y In accepting a position with ICICI Group or any of its subsidiaries, each of you

become accountable for compliance with the law, with the ICICI Group code of

conduct(µthe Code¶), and with policies of your respective business units.

y ҏThe standards of the Code are not necessarily prescribed by the regulators - they

aresomething, which a well respected institution must have in place and adhere to

on an ongoing basis. We therefore expect a high level of ethical conduct.

y ҏYou must conduct your duties according to the language and spirit of this Code

and seek to avoid even the appearance of improper behaviour. You should be

aware that even well intentioned actions that violate the law or this Code may

result in negative consequences for ICICI Group and for the individuals involved.

y While covering a wide range of business practices and procedures, these standards

cannot and do not cover every issue that may arise, or every situation where

ethical decisions must be made, but rather set forth key guiding principles that

represent ICICI Group¶s policy.

SERVICES PROVIDED BY BANK

A B C D E
PERSONAL Deposits Loans Cards Investment/Ins Demat
BANKING urance service/Onl-ine
service
NRI Money Bank Investm-ent Property Insura-
BANKING transfer Accounts Solutions nce/Loan
BUSINESS Corporate net Cash Trade Online taxes SME services
BANKING banking Managemen services
t

Workplace Responsibilities

Fair Employment Practices and Diversity:

y ICICI Group is committed to adoption of fair employment practices. It ensures

diversity of workplace through efforts to recruit, develop and retain the most talented

people from a diverse candidate pool. It upholds the principle that advancement is

based on talent and performance and there is a commitment to equal opportunity.

y As a fair employment practice, we expect that you shall not (during the course of

your service or upon cessation of your service for a period of six months from the

date of cessation) directly or indirectly on your own accord or on behalf or in

conjunction with any other person, convey or solicit or attempt to induce any

employeeor business associate to leave their current employment with the ICICI

Group and jointhe service of the new employer or any competitor.

Fair Competition:

y ҏAlthough it is common to gather information about the general marketplace,

including competitors' products and services, the Company wants to compete fairly

Drug Free Workplace.

y ҏYou should ensure that your workplace is healthy and productive and free from drugs

Discrimination and Harassment and Intimidation.

y ICICI Group is committed to prohibition of harassment and intimidation of

employeesin the workplace. The ICICI Group discourages conduct that implies

granting or withholding favours or opportunities as a basis for decisions affecting an

individual, in return for that individual¶s compliance. Such harassment is the easier

form of harassment to identify because it takes the form of either a threat or a

promise, whether explicitor implied.

y ҏICICI Group has a Gender Neutral Policy that prohibits unwelcome advances,

requests for sexual favours, or other verbal or physical conduct where such conduct

has the purpose or effect of unreasonably interfering with an individual¶s work

performance or creating an intimidating, hostile or offensive working environment.

Safety in the Workplace.

y ICICI Group considers safety of employees as the primary concern. The ICICI Group

is committed to safety of employees and expects its businesses and employees to

comply fully with appropriate laws and internal regulations.

y ҏICICI Group encourages responsible behaviour of its employees and colleagues that

result in the best possible accident prevention measures. This applies both to the

technical planning of workplaces, equipment, and processes and to safety

management and personal behaviour in everyday workplace.

Awards Recognitions

ICICI Bank
2008

y ICICI Bank wins Finance Asia Country Awards for Achievement 2008 for
‡ Best Trade Finance Bank
‡ Best Foreign Exchange Bank
‡ Best Private Bank

ICICI Bank wins the 'Excellence in Remittance Business 2007' award by The
Asian Banker

Ms. Madhabi Puri Buch, ED, ICICI Bank wins FICCI's Young Women
Achievers Award

Mr. K. V. Kamath, MD CEO, ICICI Bank wins The Asian Banker Leadership
Achievement Award for the Asia Pacific and Gulf Region 2007

EuroWeek award for ³Most Improved Market Profile´
The award is designed to recognise the institution that has been most
successful in building its own niche in Asia's competitive syndicated loan
market

The Asset Triple A Transaction Banking Awards, 2008
‡ Best Trade Finance Bank in India
‡ Best Transaction Bank in India
‡ Best Cash Management Bank in India
‡ Best Domestic Custodian in India

Global Finance Award for:
‡ Best Trade Finance Bank and Provider in India

ICICI Bank wins the Gold Shield for Excellence in Financial Reporting by
Institute of Chartered Accountant of India (ICAI) for the Year ended March 31,
2007

Mr. K. V. Kamath, MD CEO, ICICI Bank awarded the Padma Bhushan

BOARD OF DIRECTORS

Mr. N. Vaghul, Chairman
Mr. Sridar Iyengar
Mr. Lakshmi N. Mittal
Mr. Narendra Murkumbi
Mr. Anupam Puri
Mr. Arun Ramanathan
Mr. M.K. Sharma
Mr. P.M. Sinha
Prof. Marti G. Subrahmanyam
Mr. T.S. Vijayan
Mr. V. Prem Watsa
Mr. K.V. Kamath, Managing Director CEO
Ms. Chanda Kochhar, Joint Managing Director Chief
Financial Officer
Mr. V. Vaidyanathan, Executive Director
Ms. Madhabi Puri-Buch, Executive Director
Mr. Sonjoy Chatterjee, Executive Director

CHAPTER 4 :-

DATA ANALYSIS AND INTERPRITATION

DATA INTERPRETATION

A questionnaire was prepared for the purpose of getting feedback from the employees and

manager regarding ³Recruitment Selection Procedure´ of their company. 30 employees are

selected from different department and were distributed the questionnaire from the purpose of

the study.

Analysis of the data

The analysis of the data is done as per the survey finding. The data is represented

graphically in percentage.

The percentage of the people opinion were analyzed and expressed

in the form of charts and have been placed in the next few pages.

Manpower Planning
1. Specify the time period(s) for which the estimates are made?

S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT

1. 0-2years 9 30%

2. 2-3years 6 20%

3. 3-4years 9 30%

4. 4above years 6 20%

Time Period for Estimate

20% 0-2years
30%
2-3years
3-4years
30% 4above years
20%

20% people said that the company specifies 0-2 year for making estimation of

forecasting.

30% people said that the company specifies 2-3 years for making estimation.

30% people said that the company specifies 3-4 years for making the estimation of

forecasting.

20% people said that the company specifies 4 above time period for making

forecasting.

2. Does your organization plan the recruitment policy?

RESPONDENT

1. Yes 30 100%

2. No 0 0%

Writt ri t t P li y

0%

Yes
No

100%

100% people said that the plan the requirement policy

3. What do you suggest should be the basis of forecasting?

RESPONDENT

1. Total cost of the 6 20%
project

2. Past experience 12 40%
3. Different phases 9 30%
of the project
4. All of the above 3 10%

Basic Forcasting

Total cost of the
project
10% 20%
Past experience

30% Different phases of
the project
40%
All of the above

20% people said that their company forecast on the bases of Total cost of the project.

40% people said that the company forecast on the bases of past experiences.

30% people said that the company forecast on the bases of the Different phases of the

project.

10% people said that the company forecast on the bases on of the above

4. Do you think the present recruitment policy is helpful in achieving the goals of the
company?

RESPONDENT

1. Yes 15 50%

2. No 6 20%

3. To some extent 9 30%

Recr it ent P licy

30%
Yes
No
50%
To some extent
20%

50% people said that the company¶s recruitment policy is helpful in achieving the goals.

20% people said that the company¶s recruitment policy is not helpful in achieving the

goals.

30% people said that the company¶s recruitment policy is helpful to some extent in

achieving the goals.

5. Through which source your organizations recruit the employees?

RESPONDENT

1. Internally 6 20%

2. Externally 18 60%

3. Both 6 20%

Sources of Recruitment

20% 20%
Internally
Externally
Both

60%

20% people said that the company recruits the employee from the internal sources.

60% people said that the company recruits the employee from the external sources.

20% people said that the company recruits the employee from the both sources.

6. Which of the following external sources you choose for the recruitment of the

employees?

S.NO. OPINION NO. OF PER
RESPONDENT

1. Employee Exchange 6 20%
Consultant

2. Private Employee Agencies 6 20%

3. Advertisement 3 10%

4. Internet 12 40%

5. Any other 3 10%

E xternal rces
E m p lo ye e E xcha ng e
C o nsulta nt
¡
ri a te E m p lo ye e
10% 20%
A g e ncie s
A d ve rtise m e nt

40% 20% Inte rne t
10%
A ny o the r

20% people said that the company uses the employee exchange consultants.

20% people said that the company uses private employment agencies.

10% people said that the company uses the advertisement method.

40% people said that the company uses the Internet method.

10% people said that the company uses the any other way.

7. Does your organization recruit employees through latest method of recruitment

through Internet?

RESPONDENT

1. Yes 30 100%

2. No 0 0%

Latest Reqruitment Policy

0%

Yes
No

100%

100% people said that the company uses the latest method of recruitment.

8. Is company use own web site for recruitment.?

RESPONDENT

1. Yes 27 90%

2. No 3 10%

Use Own Web Site

10%

Yes
No

90%

90% people said that the company uses his own web site for recruitment.

10% people said that the company not uses his own web site.

9. How much number of employees you train in a year?

RESPONDENT

1. 5-10 Emp. 0 0%
2. 10-15 Emp. 6 20%
3. 15 above 24 80%
Emp.

No. of Emplo ees Trainned in a ear

0% 20%
5-10 Emp.

80% 10-15 Emp.

15 above Emp.

80% people said that the company trains 10-15 Employees in a year.
20% people said that the company trains 15above Employees in a year

10. Is Internet recruitment is effective in your opinion?

RESPONDENT

1. Yes 24 80%

2. No 6 20%

Internel Recr it ent

20%

Yes
No

80%

80% people said that the Internet recruitment is effective sources of recruiting the

employee.

20% people are not in favor of recruiting the employee through Internet.

11.Is there any provision for recruitment of summer trainees?

RESPONDENT

1. Yes 0 0%

2. No 100 100%

Recruitment Of Summer Trainees

0%

Yes
No

100%

100% people said that there is no provision to recruiting summer/in-plant trainees.

12. Does the procedure adopted for recruitment and selection of employees enables to give

right person at the right job?

RESPONDENT

1. Yes 21 70%

2. No 3 10%

3. To some extent 6 20%

Placement of Right Men to the Right Job

20%
Yes
10%
70% No

To some extent

70% people said that the procedure adopted for recruitment and selection of employees

enable to place the right person for the right job.


does not enable to place the right person for at the right job


enable to some extent to place the right person for at the right job.

13. Which type of technique is used for interview?

RESPONDENT

1. Structured 18 60%
2. Unstructured 3 10%
3. Both 9 30%

Fechnique for Selection

Structured
30%
60% Unstructured

Both
10%

60% people said that the company uses the structure technique for selection.

10% people said that the company uses the unstructured technique for selection.

30% people said that the company uses both the techniques for selection.

14. Is there any provision for evaluation and control of recruitment and selection process?

RESPONDENT

1. Yes 24 80%
2. No 6 20%
.
Evalvation and Control of Recruitment
Selection Process

20%
Yes
80%
No

80% people said that the company has the provision for evaluation and control of

recruitment and selection.

20% people said that the company does not have the provision for evaluation and control

of recruitment and selection.

15. Is there any facility for absorbing the trainees in your organization?

RESPONDENT

1. Yes 100 100%
2. No 0 0%

Facilit for Obsorvation for Trainees

0%

Yes
100%
No

100% people said that the company has the facility for absorbing the trainees.

CHAPTER5:

. CONCLUSION AND RECOMMENDATIONS

y LIMITATIONOF THE STUDY
y BIBLIOGRAPHY

CONCLUSION AND RECOMMENDATION

SUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM AND
PRACTICES OF RECRUITMENT AND SELECTION PROCEDURE

The following are the suggestions received from the respondents of the questionnaire.

These suggestions are based on their awareness regarding the Recruitment and Selection

procedure.

1. During the selection process not only the experienced candidates but also the fresh

candidate should be selected so as to avail the innovation and enthusiasm of new

candidates.

2. In the organization where summer training facility prevailing then such kind of

practices must be adopted so that the student can learn and again from their practical

views.

3. .Candidates should be kept on the job for some time period; if suitable they should be

recruited. During the selection process, the candidates should be made relaxed and at

ease.

4. Company should follow all the steps of recruitment and selection for the selection of

the candidates.

5. Selection process should be less time consuming.

6. The interview should not be boring, monotonous. It should be made interesting. There

must be proper communication between the Interviewer and the Interviewee any the

time of interview.

7. Evaluation and control of recruitment and selection should be done fair judgment.

8. Methods used for selection of candidates should be done carefully and systematically

9. The attainment of goals and objective of any organization depend on the type and

quality of its manpower. To have right type of men at right job and at right time, the

recruitment and selection procedure should be fair and impartial.

10. This is indeed an important suggestion and authorities concerned should immediately

look into it and try to implement it.

CONCLUSIONS

Based on the analysis through the questionnaire responses the following is the conclusion

of the study.

The organization follows the rules and regulation involved in their Recruitment and

Selection Procedure of the organization. However, there is some scope for improvement

with regard to following:

1. The managers are fully satisfied with the existing Recruitment and Selection

procedure.

2. The recruitment and Selection procedure should not be lengthy.

3. To some extent a clear picture of required candidates should be made in order to

search for appropriate candidates.

4. The Recruitment and Selection procedure should be impartial.

LIMITATIONS OF STUDY

The project has inherent limitations due to its potential scope

1) Eight weeks is too short to give shape to a new idea in an old set up like

escorts.

2) Less importance to long term operational benefits.

3) Expenses for HR Departments are not viewed as investments.

Since Bank is a large organization with its strongly set business practices, so extensive efforts

and change in organization thinking will be necessary in order HR Department.

BIBLIOGRAPHY

Personnel management by K.V Mishra, Aditya publishing house Madras, 1992.

CHHABRA T.N, Principles practices of management, Dhanpat Rai and co. (p)

Ltd, Delhi, 2000.

Practice of Human Resource by Danny Shield.

Manuals from the Bank.

www.icicibank.com.

QUESTIONNAIRE

SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR RECRUITMENT AND
SELECTION

DEAR Respondent,

We are conducting a survey on the managerial satisfaction level for the

RECRUITMENT SELECTION PROCEDURE. Your free and frank opinion would be

very valuable in conducting the survey. Please answer the following questions with a (3)

in the appropriate boxes:

MANPOWER PLANNING:

1. If yes, then please specify the time period(s) for which the estimates are made?

(a). 0-2 years (b). 2-3 years

(c). 3-4 years (d). 4above years.

RECRUITMENT POLICY:

2. Does your organization plan the recruitment policy?

(a). Yes (b). No

3. What do you suggest should be the basis of forecasting?

(a). Total cost of project

(b). Past experience

(c). Different phases of project

(d). All of the above

4. Do you think the present recruitment policy is helpful in achieving the goals of the

company?

(a). Yes (b). No (c). To some extent

SOURCES OF RECRUITMENT:

5. Through which source your organizations recruit the employees?

(a). Internally (b). Externally (c). Both

6. Which of the following external sources you choose for the recruitment of the

employees?

(a). Employee Exchanges Consultants

(b). Private Employee Agencies

(c). Campus Requirements

(d). Advertisements

(f). Any other««««««««.

LATEST TECHNIQUES OF RECRUITMENT

7. Do your organization recruit employees through latest method of recruitment through

Internet: -

(a). Yes (b). No

8. If yes then the company use own web site or this purpose.

(a). Yes (b). No

9. Is Internet recruitment is effective in your opinion?

(a). Yes (b). No

RECRUITMENT OF SUMMER TRAINEES

10. Is there any provision for recruitment of summer trainees?


11. How much number of employees you train in a year?

(a). 5-10 (b). 10-15 (c). 15 above

12. Is there any facility for absorbing the trainees in your organization?

(a). Yes (b). No

SELECTION POLICY

13. Which type of technique is used for interview?

(a). Structured (b). Unstructured (c). Both

FEEDBACK OF RECRUITMENT AND SELECTION PROCEDURE:

14. Is there any provision for evaluation and control of recruitment and selection

process?

(a). Yes (b). No

15. Does the procedure adopted for recruitment and selection of employees enables

to give right person at the right job?


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